Employee Performance Management

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    02-Dec-2014
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    Business

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Transcript of Employee Performance Management

  • 1. Employee Performance Management

2. Dr. Demings View

  • A measurement of:
    • Training
    • Communication
    • Tools
    • And skill of supervisors
  • Not necessarily an employees motivation

3. Effective Programs

  • Integrate
    • Goal setting
    • Appraisal
    • Development
  • A tool to focus an employees gifts on keeping an organization competitive
  • Continuous Improvement
    • Understand where you are
    • Set higher andhigher goals

4. Goal Setting

  • Specific
  • Measurable
  • Control of outcome
  • Challenging but doable

5. Process

  • Clear job description
  • Understandable appraisal collection and reporting system
    • Measures what is critical
    • Measures in a legitimate way
  • Feedback

6. Tools

  • Graphic system
    • Alternation (pick who you know and then rank against peer group
    • Pair against each member of peer group one at a time
    • Forced distribution model
      • 15% high 15% low

7.

  • Behavioral Anchored Scales
    • Critical incidents
      • Observed Behaviors
    • Advantages
      • Accurate
      • Clear
      • Feedback
      • Independent Dimensions (Maybe high in one are weak in another)
      • Consistency

8.

  • Management by Objectives
    • Set organizational goals
    • Set Department goals
    • Set individual goals (joint activity, provide appropriate resources)
    • Conduct evaluation
    • Provide feedback
    • Downside
      • Time
      • Establishing clear goals
      • Continual negotiation between employee wanting easy goals and management highergoals

9. Macro Issues

  • Halo/Horn Effect
  • Unclear standards
  • Central Tendency
  • Strictness/leniency
  • Bias

10. Who Should Evaluate

  • Immediate supervisor
  • Peers
  • Self
  • Subordinates
  • Combination (360)

11. Create an Evaluation Scorecard

  • CBA Professor
    • MBO
      • 2 Metrics
    • Behavioral
      • 2 Metrics